Remote makes employment in Serbia easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence. Note that we can currently employ contractors in Serbia but our employer of record services are not yet live.
Remote-Owned Local Entity
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
Ranked 64th on the human development index, Serbia is an upper-middle-income economy that provides universal healthcare and free education to its citizens, powered by strong agriculture, petroleum, and IT industries.
6,926,705 (est. 2020)
Ease of doing business
Cost of living index
VAT - standard rate
GDP - real growth rate
We can help you pay and manage contractors in Serbia, but note that our employer of record service is not yet available in this country. We are busy building our own local entity to provide you with the best possible employment solutions for your employees.
To employ in Serbia, companies must own a local legal entity in the country or work with a global employment solution. Developing the processes required to manage payroll, benefits, taxes, and onboarding in countries like Serbia can get complicated fast, especially without localized expertise.
If you’re looking to start hiring in a country like this, partnering with a global employment solution like Remote makes it easy for your company to employ workers quickly, cost-effectively, and in full compliance with all local legislation.
In the countries where we do offer our EOR services, Remote takes on the responsibility and legal risks of international employment so you can focus on hiring great talent and growing your business.
The Serbian Labor Law of 2005 defines provisions for employee protections and workers’ rights are applicable to Serbia’s workforce of 2.9 million. Employees in Serbia enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.
Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Serbia.
The Serbian minimum wage is fixed at 31,747.36 Serbian dinars, roughly equivalent to $322.54 per month. The gross minimum hourly wages are:
This is in accordance with the new tax exemption of 18,300 dinars.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Serbia fast. The minimum onboarding time we need is only 20 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity”, which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
We are still busy building our own entity in Serbia, but our benefits packages for all countries are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes affect your payroll and your employees’ paychecks in Serbia.
11.5% - Pensions and disability contribution
5.15% - Health insurance
0.75% - Unemployment insurance
14% - Pension and disability contribution
5.15% - Health insurance
0.75% - Unemployment insurance
10 – 20%
Employees are entitled to at least 20 days of paid vacation annually. Serbian labor law stipulates that the minimal duration of annual leave has to be increased on the basis of following criteria.
The Employer is free to determine the exact number of days of increase for each of the categories above.
Employees are entitled to take the 12 public holidays as paid days off work.
For non-work-related health challenges, employees are entitled to 65% of their wages for the first month of an illness, or even full wages, if an employee’s illness is related to the nature of the job.
For illness exceeding the first month, employees can draw sickness benefits from the Serbian Health Insurance Fund.
Female employees having their first and second pregnancies are entitled to maternity and childcare, starting 28 days before delivery, and lasting for an entire year, with their full wages paid for the duration of the leave.
Maternity and childcare leave lasts up to two years for the third pregnancy onward, with full wages paid throughout the leave duration.
Paternity leave lasts for seven days.
Employee contracts can be terminated if a just cause is established, such as dishonesty, negligence, fraud, or any other work-related offenses, and the grounds for termination must be tendered in advance to the employee or the latter’s trade union.
Advance notice is only required if an employer is terminating an employee for inability to carry out tasks related to the employment contract, and in such a case, can be given anywhere from eight to 30 days in advance.
Severance payments are only mandatory if an employee is laid off due to redundancy and are calculated by multiplying a third of the employee’s annual salary by the number of years of employment with the employer.
The Probation Period is maximum of three months. It is common to apply the maximum probation period to senior roles.